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Case for Change
Client requirement
Government department was looking to develop a high-level ‘solution-agnostic’ future state design for HR, Finance and Procurement and build an Outline Business Case.
Veran engagement
Veran delivered a 4-month engagement to understand the current state (business and technology landscape); agree a high-level design for future HR, Finance and Procurement and build an Outline Business Case (Green Book 5-case model) to identify the best option.
Client requirement
Global Recruitment company was looking to build a business case to gain approval for a new, global HR solution.
Veran engagement
Veran delivered a 2-month engagement to assess the options available to modernise the HR function. This saw the successful approval of an outline business case with a recommendation to procure a cloud software. A successful procurement was run and a detailed business case presented with a financial costings and benefits that gained board approval.
Client requirement
UK university, looking to build a business case for investing in its HR organisation and updating its technology platform.
Veran engagement
Veran delivered a 2-month engagement to support the university to build a case that aligned stakeholders around a need to invest in the BAU team and consider options for updating the HR IT landscape. This included setting a strategy for how transformation could be delivered, as well as a level of ambition for transformation across each HR process area.
"
It's time for HR to start challenging the allure of tech obsession and the privilege of generous tech budgets. It's easy to scapegoat current technology as the root of all our problems. Yes, tech can transform, but that’s not for free. When that is not possible, we need to lean in to constraints as opportunities for a different kind of innovation. Transforming HR isn't just about ripping out and replacing tech — there are many of us who have learned this lesson well. Instead, it is about reimagining our approaches and making the most of what we have.
Our collaboration with Veran has illuminated a fundamental truth: while great technology undoubtedly enhances our capabilities, true success in HR stems from nurturing meaningful connections and experiences for our people. It's about fostering a culture of employee-centricity that propels both individuals and our business forward. Together, we're not just navigating constraints; we're redefining what it means to empower our workforce and drive organizational excellence. Veran has helped our team shift our mindset, to remove the singular focus on tech and get back to what matters most: how our team create continuous value for our people and our business through our processes, programmes and yes, even our existing technology.
"
Shauna O'Handley
Chief People & Places Officer, Synamedia
Client requirement
European Financial Services organisation, looking to develop a business case for replacement of their global HR solution. Also defining the level of ambition for transformation for HR, future operating model and requirements for a Cloud HCM vendor and implementation partner.
Veran engagement
8-month engagement to produce a full business case for the selection, implementation and ongoing support of a global HRIS. Definition of the future operating model and service design, enabling the internal teams to start preparing for the implementation project, as well as the wider change. This included analysis of the way on which ServiceNow could be optimised to embed new ways of working and behavioural change.
Client requirement
UK-based energy company looking to build a business case and prepare for the replacement of their HR and Payroll systems.
Veran engagement
5-month engagement to define the future operating model for HR & Payroll, run a procurement and select a Cloud HR/Payroll vendor and implementation partner. Also start the data readiness work and agree future technology landscape, Integration Strategy and Business Change Approach. Delivery of a full business case and RoI model.
Client requirement
UK energy sector organisation looking to transform the way HR services are delivered, leveraging new technology and leading practice ways of working supporting a significant, organisation wide change agenda.
Veran engagement
A 6-month engagement to define the future HR service, addressing the unique challenges of a highly operational workforce with a strong emphasis on safety and compliance. Through a dual focus on best practice functional HR and the supporting data and technology, the engagement delivered 15 detailed functional blueprints, a future state technology landscape and data quality and volumes assessment; and a high-level HR operating model with a supporting change management approach to guide the client’s ongoing transformation journey.
Rebecca Binns
Head of HR Development, Arriva
"
Thank you for the enormous effort and dedication from
Veran on this programme. It’s a first for Arriva and I know at times it’s not been an easy journey. This has been a fantastic programme to be involved in and a major part of that has been the great people we have had in the team.
You have brought the best ‘can do’ outlook coupled with calming influence I think I have ever seen, even when at times any normal person would have been tearing their hair out. It has been a very great pleasure to have worked with you.
Thank you again, I am very grateful for what you have brought and everything you have given to make the programme a success.
"
Implementation
Client requirement
Global Financial Services company, implementing Workday HR and introducing a standardised operating model for the delivery of HR services. Looking for a partner to support, not just the implementation of technology, but the significant operating model and business change that would result from the deployment of Cloud solutions and self-service.
Veran engagement
12-month engagement to provide workstream support and solution design expertise for the implementation of Workday HCM. This included significant changes to the HR operating model and business change across an organisation who had not previously deployed self-service and who had heavily customized their legacy applications.
Client requirement
UK Central Bank looking to deploy additional modules of Oracle Cloud HCM and implement Oracle ERP.
Veran engagement
16-month engagement to support the Bank to deliver the business change resulting from the transition from Oracle e-business to Cloud. This included supporting with defining end-to-end processes and embedding new ways of working, for both off and on-system steps.
Client requirement
UK construction company, looking to bring payroll inhouse and select a Cloud solution to manage HR and Payroll.
Veran engagement
12-month engagement to support the implementation of Oracle Cloud HCM, including Payroll, Talent, Recruitment and HR Helpdesk. Responsible for Programme Management and leading all of the client-side workstreams, in order to ensure the client dependencies were delivered on time. Also supported the setup of the payroll team as it transitioned from the outsourced provider to an in-house service
Client requirement
Global law firm, looking to replace their legacy HR & Payroll systems and move to SuccessFactors.
Veran engagement
18-month engagement to prepare for, procure and implement a new HR and Payroll system. Responsible for creating the full business case; producing RFP documents and support in scoring and selecting a vendor; data preparation, transformation and migration; system and user acceptance testing; defining the design of the future HR & Payroll services including the insourcing of payroll. Also, delivery of a Change Strategy & Approach and user adoption and training.
Client requirement
Global pharmaceutical company, divested from its parent organisation, looking to setup a new HR, Finance & Procurement service and deploy Workday as the enabling technology.
Veran engagement
12-month engagement to ensure the back-office service and Workday solutions were live in time for the separation. Responsible for the delivery of the HR, Finance & Procurement technology solution (including integrations), as well as transition to the outsourced Payroll and HR provider. Also managed the business change, delivery of a new job catalogue and supported
the HR, Finance and Procurement teams with their org design.
Client requirement
UK Central Government Department, implementing Oracle Cloud HCM and Payroll, requiring support with the client-side activities and HR Functional engagement.
Veran engagement
Veran delivered a month-long engagement to assess the options available to modernise the HR function. This saw the successful approval of an outline business case with a recommendation to procure a cloud software. A successful procurement was run and a detailed business case presented with a financial costings and benefits that gained board approval.
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Rev Counter
Service Manager, Home Office
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“It has been exciting for the project to have the feeling that everybody is invested and working together with a positive attitude to make something a success. It has been refreshing working with Veran because your contributions have driven the success behind this and you have done much to put the other project members at ease, comfortable in the knowledge that everything was being taken care of and done properly. Specifically, I would reference your assistance, flexibility, diligence, tenacity and willingness to “muck in” along with unending patience that I have been grateful for.
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Optimisation
Client requirement
Pan-European insurance provider, specialising in solutions for M A transactions. The client engaged us to assist with assessing their disparate HR functions, in particular, the JML processes which were causing a lot of business frustration in a time of rapid growth. They wanted to significantly improve the candidate experience to attract the best talent in a time of business expansion.
Veran engagement
4-month engagement to complete a JML process review across the three business entities, to define a set of service optimization targets. This included an analysis of disparities across the various HR team. A set of future state process maps were created, recommending streamlined future workflows across the three HR teams. Along with optimal HR processes, we designed a comprehensive HRBP roles and responsibilities matrix that supported a collaborative and consistent future HR service delivery model across the group.
Client requirement
Global provider of payment processing and information management solutions, requested support in optimising their Workday deployment in creating a recommendations report of opportunities to be considered within a high level business case.
Veran engagement
10-week engagement to deliver a detailed recommendations report of roadmap opportunities, covering 15 high priority roadmap items requiring budget to implement and 9 quick win roadmap opportunities that could be delivered as part of BAU. These opportunities covered the target operating model, system support model, governance and continuous improvement, data flows, process, system configuration, security and policy.
Client requirement
Global technology company with HQ in Switzerland. Looking to identify data cleansing opportunities following a global rollout of S/4 Hana.
Veran engagement
2-month engagement to provide a detailed analysis of data cleansing opportunities across a number of datasets in a number of regions. Significant reconciliation of millions of records between pre and post-load data, resulting in the identification of areas for post go-live cleansing effort. Creation of a tool to continue this process as a BAU activity.
Phase Zero
Client requirement
Central Government Department was looking to design a future HR, Payroll, Finance & Procurement Service, agree technology enablement requirements and develop a Business Case for transformation and deployment of Oracle Cloud solutions.
Veran engagement
8-month engagement to deliver steps 1-3 of their 7S™ transformation methodology. This included understanding the Voice of the Customer, designing a
future service for HR, Payroll, Finance & Procurement (to L4 processes) and agreeing the architectural principles and technology requirements for how technology would enable and automate services in the future. Also building a summary of the scope and scale of business and organisational change.
These activities fed into a Green Book business case model.
Client requirement
Shared Services Provider, delivering finance services to NHS organisations. Required a future service design to inform how Oracle Cloud ERP would need to work and define the new operating model.
Veran engagement
7-month engagement to deliver steps 1-3 of their 7S™ transformation methodology. This included understanding the Voice of the Customer, designing a future service for Finance (to L4 processes) and agreeing the architectural principles and technology requirements for how Oracle Cloud ERP would enable and automate services in the future. These inputs were used to build a ‘model office’ for Oracle ERP and Salesforce, showing how users would interact with the service in the future. Veran supported with the build and project management of this model office.
Client requirement
UK Charity looking to develop a business case for replacement of their HR and Finance solution. Readiness for the project, including high-level future state design and selection of technology vendor and implementation partner.
Veran engagement
We were engaged to help assess their ERP technology options, and align a wide range of stakeholders to a single strategy and vision underpinned by a detailed and robust business case for HR, Payroll, Finance and Procurement transformation and a new ERP cloud solution. We also helped the client select the right technology and prepare their key data such as the Job Catalogue, key design decisions and project team, to start Implementation.